5 dumb ways bosses lose A players
July 30, 2009 by Sam NarisiPosted in: Attracting talent, Retention, Special Report
When it comes to recruiting and retaining employees, bad bosses are many companies’ biggest obstacle. Another problem: Bad bosses often don’t realize what they’re doing.
It all comes down to respect. When managers respect employees, employees will respect managers. And that creates a productive workforce that will stick around.
Here are the most common ways bosses unconsciously sabotage that mutual respect — and how HR can help them change:
1. Blaming others instead of taking responsibility
It’s obviously trouble for a supervisor to blame a subordinate when something goes wrong instead of taking the fall. But some managers get around that by pointing the finger at other departments, suppliers or higher-ups. And that can look just as bad to employees.
2. Refusing to make timely decisions
Managers never want to take action hastily. But some bosses think they appear thoughtful and deliberate, while staffers just see them as hesitant and wishy-washy.
Employees want leaders who take action, not bosses who drag their feet.
3. Being untrustworthy
Managers can’t keep everything employees tell them confidential (for example, if there’s a harassment case involved). But especially these days, staffers might come to bosses with sensitive topics, such as personal financial woes.
Once a manager relays those discussions to a colleague, you can bet word will get around — and the boss could permanently lose every staffer’s trust. It’s up to the supervisor to know what’s to be kept under wraps.
4.Accepting free passes
If there’s one thing employees hate, it’s double standards. For example, when they screw up, there are consequences — but too often, when bosses make mistakes, nothing happens.
Not that it’s anyone’s businesses what goes on in someone else’s personnel file. But when managers drop the ball, they need to make it clear to subordinates that they aren’t getting a free pass just because they’re higher up in the organization.
5. Hogging credit
Too many managers rely on scheduled events to tell staffers how much they appreciate their efforts. But to truly share the credit, bosses need to make it a point to talk frequently about employees’ accomplishments, both in public and one-on-one with the employee.
July 31st, 2009 at 10:37 am
5 dumb ways bosses lose A players – There is “respect” and then there is being “proud” of your employees. Employees know when their bosses not only appreciate their efforts but really are proud of having them on their team. It is a special kind of boss, one that you want to follow “through the fire”, that believes in you enough to brag on you to the higher ups, co-workers, customers, etc. I believe that is real LEADERSHIP…….
July 31st, 2009 at 10:58 am
If these are A players, why are they screwing up (see #1, #4)
July 31st, 2009 at 12:18 pm
How about bosses who are immature, unprofessional, and tell their subordinates how drunk and hungover they were over the weekend? Or bosses who spend staff meetings drawing silly pictures in a notebook? Or female bosses who swear like sailors? Or female bosses who show 3 inches of cleavage at work? When you can’t respect someone, it’s very hard to work for him/her and feel motivated.
July 31st, 2009 at 12:24 pm
The worst is when your boss is the owners son and doesn’t have the skill set for his position which causes all other employees to lose out on bonuses, raises, etc. People try to do their jobs correctly in spite of the boss.
July 31st, 2009 at 1:02 pm
Even A players aren’t perfect.
July 31st, 2009 at 1:20 pm
Two things that should have made the list are: 1) Bosses who do not communicate important information to their staff, and 2) Bosses who are not accessible. “I don’t have time for you” never cuts it.
July 31st, 2009 at 2:17 pm
Forgot to add #6: Bosses who undermine the authority of sub-ordinates. I think #3 should be first on the list. If your employees/peers don’t trust you, then your workplace will suffer. I also agree with Johanna. Poor communicators don’t do organizations any favors. I would also add #7: Bosses who are “YES” men/women. All of the above are issues I deal with daily and it just drives me up a wall.
July 31st, 2009 at 2:57 pm
In references to some of Kim’s comment: So what if they shared that they were drunk over the weekend as long as it’s not so detailed down to who they ended up sleeping with. Even so, one can dismiss themselves from the conversation. We all draw silly pictures when we’re a little bored…they can have human traits. “Three inches of cleavage” -if them “female bosses” are producing great work, I couldn’t care what they want to show as long as I don’t see a nipple. I definitely don’t do such things, but I’m not going to judge a person’s performance based on that. Regardless of the amount of respect you have for a boss, you should still work hard for yourself, the quality of the work you produce.
August 3rd, 2009 at 9:55 am
Now-a-days, I have to wonder if the boss (or soon to be boss) that shares in his/her outside life and being the social butterfly, didn’t get their position because of it. I mean really, let’s take golfing for instance…….isn’t it funny how these people move up the ladder quicker than others?
Being a boss is sometimes who you hang out with, no skillset needed. (just a membership to the green).
August 3rd, 2009 at 1:32 pm
Mike-
Even “A” players do make mistakes. Part of what makes them “A” players is the ability to own up to their mistakes, learn from them and to apply what they learn.
Are you the type of boss who thinks he’s perfect and doesn’t see the value in this type of scenario? Hmm, maybe that should be in the Top 5.
August 4th, 2009 at 2:20 pm
Rice I think you are right on. This seems to be common especially in the sales arena where golfing, drinking and other manly persuites are still the way to the top. It’s amazing to it happen when it does because it is so obvious. I was once the beneficiary of this and once lost my job because of it.
August 5th, 2009 at 7:07 am
How about the boss who belittes his employees by calling them names and cussing them out? I’ve heard my boss call other employees “nitwits”, “dumbass”, and “f***ing stupid”. He also rarely apologizes. He has also shared information with me about other employees that was completely confidential and should never have been shared with anyone. I never share personal information with him – EVER. I don’t trust him!!
August 5th, 2009 at 9:59 am
Recruiter, I am surprised the this boss still has his job. Talk about the need for sensitivity classes. (This is a hostile environment) I would have to think that there may be a bigger problem if the HR department has not roped this person in for an abrupt awakening by now.
August 5th, 2009 at 10:00 am
Rice – He’s the owner.
August 5th, 2009 at 6:50 pm
Bosses who have meetings and recieve great feedback from the team but introduces it as their own idea, 6months later when the idea flops blames it on someone from the team. Great way to lose “A” performers from this type of management style.
August 6th, 2009 at 9:53 am
Kim – Is it just female bosses cursing like sailors that irk you? Shouldn’t the standard apply to all bosses, regardless of gender?
Recruiter – I’m sorry to hear that. There was a case study very similar to yours in a Crucial Confrontations class I had to attend. The owner may think that they are showing their leadership, flexing their muscles and getting respect for it while being oblivious to the fact that by acting that way, they are cutting themselves off from those in the best position to provide them valuable information about employees, customers, problems, and the product. The course is expensive, but in a hostile working environment like yours, it might be worth the investment. What ever action you choose to take, I wish you the best of luck!
August 7th, 2009 at 2:33 pm
Many “bosses” are promoted to those positions because they were outstanding performers as single contributors, but were never offered (or even told they needed) any training on how to be an effective manager of “people”, not just “projects” and “tasks”. Just because you’re a great widget maker, doesn’t make you a good manager of other widget makers…on the other hand, employees who have managed people can tell you that it is the toughest job in any organization, so for those who’ve never done that, well, let’s just say get back to me when you do….bottom line, the organization is responsible for insuring that employees are not promoted above their level of competency; or if they are, they should receive coaching and training to insure that they are not a walking lawsuit waiting to happen. A required competency that you can’t teach: common sense and decency…either you have it or you don’t.
August 14th, 2009 at 1:59 pm
I have witness just about everything said above. Does anyone have any doubts why the economy is in such a mess. These type of bosses are running them. What I would like to know is what should we do about it? Leaving current employment is not the answer because you are going to find the same characters in just about every type of company there is.
August 17th, 2009 at 7:56 am
Pat- The answer is to start our own small businesses and leave the Rat Race behind. The solution is so easy it is actually hard to do.
August 17th, 2009 at 7:59 am
How about a female boss who always talks about the “best girlfriends club?” The club is made up of incomepetant directors and female employees who were put into their roles because of tenure and not skillsets. It’s a nightmare handling ee relations issues because the boss can’t seperate personal and professional relationships.
August 19th, 2009 at 8:20 am
Recruiter, that is horrible! Definitely a hostile work environment. Anyone know what can be done in that situation short of quitting?
August 19th, 2009 at 12:25 pm
Al- He is the owner of the company. In my opinion, there isn’t anyway to address it head on without Recruiter compromising his/her employment. If every employee sits down at the table with the boss and makes it known that his boorish behavior is unprofessional and creates a bad environment, there may be an opening for change. But it would have to be an “all-in” situation. Recruiter may be able to take the fight underground and attempt to work through the boss’ spouse. I wouldn’t recommend this strategy unless Recruiter has a good relationship with the spouse. Either way, not speaking on it will only allow the boss to think and feel like his actions/behavior are justified. If there is an employee that is especially close to the boss, they may be able to broach the topic without fear of being let go.
There are no easy solutions in this situation and a change of scenery may be necessary if it is or becomes unbearable. If Recruiter goes it alone and is terminated for speaking out, there are legal questions that the Boss will need to have answers for.
August 19th, 2009 at 1:17 pm
I am in a similar situation. I am “second” in command for a very small family run business. First in command is the bosses son. 4 out of the 6 employees are getting ready to quit due to the son’s lack of management skills. I don’t think his father, the owner, has any idea how bad morale has become and all the customer complaints regarding his son, the manager. How do you approach the owner with the information regarding customers and employees? I don’t want to lose my job, but if something isn’t done I lose it because the business will eventually fall. HELP
August 19th, 2009 at 1:46 pm
Josey- Have you tried to get your boss turned around? Maybe you can enlighten him to the failures in his style in such a way that you don’t jeopardize your employment. It sounds like there are at least three issues: Morale, customer complaints and possibly lost revenue that can’t be attributed to the downturn. You should try to fight him with the facts. Bottom line the morale situation and if you have written complaints from customers and revenue figures by month showing a downward trend, show them to him. I would give him the shot to turn it around before going over his head. Start this as a one on one conversation. Don’t bring up names of your co-workers in the process. And if he presses, tell him it doesn’t matter who they are it does matter how we respond to make it better. Remind him that this is about making the company a better and more profitable place. If this doesn’t work, then go to the owner. At least you gave the son the opportunity to change the situation.
August 21st, 2009 at 9:50 am
To Mike – I never knew anyone to be perfect. As a matter of fact your A players are A players due to learning from their mistakes. That is where wisdom and experience come from! I would be worried if I had a boss or employee that had the impression they never made a mistake . That is egotistical and unrealistic!
Jenn
August 28th, 2009 at 8:34 am
Part of being a successful as a manager is having “good” people to manage. I have seen managers who struggle for varioius reasons. Obviously part of it is their own weaknesses, such as those mentioned above, but part of it is they are dealing with very difficult people to manage.
If you have a complaint about your manager, maybe you should look in the mirror and ask yourself- What can I do to make my manager’s job easier? If you make your manager happy by making them look good or helping them be successful, you may be surprised at the perceived level of success of that manager…not to mention, they may treat you a whole lot better.
It is sometimes very easy for people who have not managed to criticize those that do, but once you have walked a mile in their shoes, not only will you be a mile away with their shoes on, but you will also have understood how difficult it truly is.